People Don't Leave Jobs - They Leave Relationships

"People don't leave jobs, they leave bosses.'"

This is a very popular phrase that circles around the HR and management community a lot...and in fact has been doing so even during the time I was a recruiter some 25+ years ago. And, in all that time has consistently proven to be true.

However, I'd like to frame this truth in a different way. People don't leave jobs, they leave relationships. Because, in essence, that's what we're talking about. Leaving anyone, boss or not, is leaving a relationship.

What they are leaving is the way they are being treated.

Read full text here: https://www.joanncorleyspeaks.com/2019/11/people-dont-leave-jobs-they-leave.html

Do You Carry This Critical Point of View in Your Business?

If not, you're missing out...

One of the elements of business I'm becoming more and more committed to - for myself and clients - is that of simplicity.

I'm also devoted to spend my time providing insights and information from a different point of view that provides meaningful value...that is if you spend your precious time reading my blog...at the end of each post you'll think, "Well, that was worth it."
From my experience, that different point of view is seeing business through a very simple lens. Here's the lens: all things business are derived from human behavior.  It has become a very defined view over the years and its benefits are enormous for this who are willing to see as I do.

2 Simple Principles of Business You Should KnowBecause of this refined view, I see business in a much simpler way than I did when I first started my own business some 20+ years ago.

After working with thousands of employees and their managers throughout North American over those past years, I've observed and have narrowed down the main, overriding issues to success in business and they are human behavior and relationships... and note how one naturally impacts the other in business outcomes.

Read full text here: https://www.joanncorleyspeaks.com/2019/10/do-you-carry-this-critical-point-of.html

The Dilemma of Creative Thinking in the Workplace

"If we all think alike -- no one is thinking very much." 

- Walt Whitman

Let me get straight to the point. One key element contributing to the dilemma of creative thinking in the workplace is fear of diversity -- fear of "too" different.  You see this "too different" causes discomfort. This is the "get out of our comfort zone" we don't consider and resist.

The comfort zone we usually address is pushing ourselves to grow, moving beyond where we currently are as our choice on our terms. This is the one most familiar when we use that phrase.

But, there's another. I call it "the diversity "dis"comfort zone". This   one allows others -  much different than us -  to come into our zone and be truly who they are even if it causes discomfort and in some cases we have to do the work to be accepting, receiving, embracing no matter the level of that discomfort. 

Read the full text here: https://www.joanncorleyspeaks.com/2016/06/the-dilemma-of-creative-thinking-in.html

6 Reasons Why Your Managers Are Failing

I'm gonna cut to the chase.

I've observed for many years a cyclical epidemic. Managers who don't know how and are not managing ...and are not helped in any useful, sustainable way.

And so...it continues.

As a business owner, senior leader or HR professional, if you've experienced this on any level I want to help you diagnose why.

Now, I don't want to insult your intelligence. Perhaps to you the 6 items below are obvious and you've sought help and just haven't found the right resources to fully fulfill your needs. I'll address that in a minute.

You can read the full text here: https://www.joanncorleyspeaks.com/2019/10/6-reasons-why-your-managers-are-failing.html

Let's Restore Humanity To Business - Are You In?

"A potent force lies deep within every actor in business...a force so strong it can fuel a vision, make or break a dream. It’s a power so remarkable it conjures inventions that have changed the course of civilization as we know it. This force is the human force - the human quotient in business. It's time to shake off the burdensome, blinding corporatism that is robing us of the full exhilarating expression of this extraordinary force (yes, it can be that way sometimes!). This force translated into work renders meaningful contributions to...creates value for those around us, no matter the endeavor. Whether concocting the next big tech thing or making bread that feeds the world, all work has value and should be honored and appreciated. We come to work bringing that force, the most precious thing we have - manifested as our unique "human resourse". That resource -- our heart, mind, spirit. body and all that entails is ultimately who we are - the essence of our being..." Link to complete text

What Box Do You Want To Be In?

Welcome to the inaugural launch of Podchats - a fun, casual, yet informative conversation with thought leaders in the arena of Human Resources, management, and leadership that are 30 minutes or less.

This site was formerly known as Management-in-Minutes and several of those mini-audio lessons are still included in the subscription stream. However, going forward the stream will be devoted to Podchats.

This podchat was prompted by Mike's post provided below. It caught my attention because in my  workshops I talk a lot about learning to read people and how that needs to be a professional competency.  Mike has a unique view on reading people and so I invite you to view his website. 

That's how we started our discussion and then took an interesting segway into intuition. The link to his site is listed below. It's jam packed with lots of in-depth content.  For now - enjoy the Podchat. -JoAnn 

The Podchat: You can listen here or subscribe via email or iTunes - see information to the right.  Listen here: Duration-30mins.

“Which Box Do You Want to be In?”

Word choice is a function of personality. Yes, circumstances like jobs might require specific words but much room remains to choose other words. Sometimes, a single expression can give us all the insight we need.

For example, while with a previous employer, I helped a call center with customer service strategies and techniques over the phone. The center was transitioning between managing executives. When the new executive arrived, she heard about my help’s success. She wanted to meet and discuss me joining her team. After laying out her vision, she showed me a chart expressing the new functional detail for each job. Each job was shown as a box.

At the end of her review, she closed by pointing to the chart and asking, “So Mike, what I really want to know is which box do you want to be in?” To see the significance of this insight into her personality, it would help to contrast it with other possibilities:

• “. . . which box do you want to be in?”
• “. . . what kind of contribution would you like to make?”
• “. . . how would you like to help me?”
• “. . . where do you think your talents might work best?”
• “. . . where does your interest lie?”

What happened in this executive’s case is that her feelings about her reorganization plan produced certain emotions. They caused her intuition to influence her cognition in a manner that caused her to express people as mere fillers of boxes. We can see the emotional differences between her question and these other variants. Emotions illuminate personalities.

In the end, as you probably suspected, I did not join her team. She left the company after only being there thirteen months.

See more at: http://blog.omegazadvisors.com/2010/07/29/personality-assessment-which-box-do-you-want-to-be-in/#sthash.fX9g7pIA.YeYXly4J.dpuf | @mikelehroza  Twitter: @joanncorley |  Facebook  |  Google+  |  LinkedIn Named to Top 100 Most Social HR Experts on Twitter - Huffington Post